HR Business Strategist

The role of a Business Partner is crucial in effective people management, spanning approximately 200-300 employees across functions and geographies. This position engages with business leaders to enable and impact business success.

This Business Partner will ideate, conceptualize, and implement various HR initiatives, focusing on Talent Management, Organizational Design, and Efficiency to drive impactful HR initiatives and ensure a sustainable organization.

Key Responsibilities:

• Strategic HR Interventions:
  • Implement people strategies and organizational design to address current and future business challenges and opportunities, supporting the Premiumization, Omni-channel strategy, and AIOT vision.
  • Design and recommend various Compensation & Benefits initiatives to attract and retain the required talent pool.
  • Partner closely with business leaders to identify ground-level risks and challenges and develop solutions to address them.
  • Review and analyze departmental data to identify trends and recommend solutions to improve performance, retention, and employee experience.
  • Stay abreast of the latest industry trends and best practices in HR, recommending and implementing improvements accordingly.
  • Implement and track communication plans within the defined area of responsibility.
  • Coordinate the performance review and appraisal process, ensuring alignment with business goals and employee development.
• Growth Planning and Control Mechanism:
  • Contribute to the annual headcount planning and budget exercise, ensuring alignment with the Annual Operating Plan.
  • Coordinate with Heads of Departments (HODs) to finalize headcount requirements and implement the approved headcount plan within budgetary constraints.
  • Monitor and track the headcount plan to ensure it aligns with business needs and budget.
• Talent Management and Succession Planning:
  • Develop and implement talent management strategies to identify, develop, and retain high-potential employees.
  • Create and execute succession planning initiatives to ensure leadership continuity and business sustainability.
  • Collaborate with business leaders to identify critical roles and develop plans to mitigate talent risks.
• Employee Engagement and Culture:
  • Regularly visit various offices in the regions to interact with employees and gauge engagement levels.
  • Work with business stakeholders to assess, create, and implement innovative solutions for employee engagement initiatives.
  • Identify employee needs and concerns through formal and informal channels and address them promptly.
• Exit Management:
  • Conduct exit interviews for all departing employees, maintaining and analyzing exit interview data.
  • Provide feedback and insights gained from exit interviews to identify areas for improvement.
  • Track and follow up on agreed improvement areas to enhance the employee experience and reduce turnover.
• Rewards and Recognition:
  • Coordinate with HODs to design and execute monthly and quarterly rewards and recognition programs.
  • Align project plans, communication, and related efforts with HR initiatives to foster a culture of appreciation and motivation.
• Project Management:
  • Lead and manage HR projects aligned with business objectives, ensuring timely delivery and successful implementation.
  • Define project scopes, goals, and deliverables that support business goals in collaboration with senior management and stakeholders.
  • Develop project plans and associated communications documents.
  • Effectively communicate project expectations to team members and stakeholders in a timely and clear fashion.
  • Monitor and report on project progress, identify risks and issues, and implement mitigation strategies to ensure project success.

Skills and Qualifications:

• A strategic and advisory mindset with strong business acumen.
• Ability to understand business strategy and its HR implications, demonstrating sound business judgment.
• Creative insight and practical HR solutions delivery to meet business challenges.
• Results-oriented with superior ability to execute and creatively solve problems.
• Combined analytical and persuasion skills with flexibility to work with all organizational levels, including senior management.
• Ability to analyze human capital data to identify business improvement opportunities.
• Strong problem-solving, conflict resolution, and project management skills.
• Ability to multi-task in a fast-paced environment.
• Excellent organizational, written/verbal communication, analytical, and presentation skills.

Educational and Experience Requirements:

• Postgraduate degree in HR/IR from a recognized management institute.
• At least 10 years of relevant HR Business Partnering experience, preferably in a dynamic and fast-paced industry.